Development Program under HRM - Coursework Example

HR PERFORMANCE PROGRAM HR PERFORMANCE PROGRAM 1 Development Program under HRM 2 Content of Development Program: 4 Aims and Goals: 4 Development needs Analysis: 5 Conduction of the Development Program: 8 Time period: 12 HR Development Plan: 13 To be filled in by the Employee 13 To be filled out by the managers: 14 To be filled in by the employees: 16 Reference: 17 O’Neill, A & Jabri, M 2007: Legitimating and group conversational practices: implications for managing change, Leadership & Organization Development Journal, vol. 28, no. 6, pp. 571-600 18 Introduction:               Management is an important functioning for all companies in the world today. There has been realized that the functioning of the various organizations can only be realized through efficient and economic management of all the various variables of the production process. The survey of the market over the past century or so reveals the fact that there have been experienced a number of changes in the setting up of the market and due to this, there has been experienced high competition in the market due to which there is today an increasing emphasis being laid upon the management of the human resource that is employed to ensure that the over all performance can be improved upon (Clark G G, 2005). The development of the idea of Human Resource Management is one of the most recent changes that have come about in the management sphere and prior to the evolution of this there was observed that the top most departments in management were focused upon the development of new ideas. The human resource was known as employees and they were considered only for the purpose of production and service. The paper will develop a development program of employees where the main aim will be to ensure that a productive program is evolved. It will firstly look at the meaning and scope of development in the process of HRM, following which the paper will evolve a detailed discussion on the aims of the development program. The procedure which has to be followed while implementing the program and the theoretical basis of the various steps will be looked into. Finally, the paper will end with the form that will be filled out during the commencement of the development program. Development Program under HRM Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams an aligning performance with the strategic goals of the organization (Aguinis, 2009). The main function that is undertaken by performance management to ensure evolutionof the human resources through the conduction of development programs. Development is processes where individuals learn from their previous work experience and turn out to be more effective. It helps individuals to make proper use of their skill and knowledge. It’s the best practice to utilize the knowledge and education learned from the development sessions, which helps in current job and reflects on the future jobs post applied for. Development helps to grow one’s physiological concept, make individuals more mature and boost their confidence time-to-time. Manpower service Commission defines development process as; “the growth or realization of a person’s ability, through conscious or unconscious learning. Development   programs usually include elements of planned study and experience, and are frequently supported by a coaching or counseling facility.”                        Theories have been developed on the development aspect of the HRM. The various scholars have long tried to ensure that they can clearly define what it is and ensure that there is a clear understanding development of what exactly is entailed by he execution of the process of development in the management of the HR in an organization. As has been specified by Griffin in his paper on HRM, the process of development is employed by managers and professionals to learn skills required for present and future jobs so that the overall potential of the human resources can be enhanced and realized. Therefore, it can be concluded that the main aim of development is to ensure that the over all capacity of the work force is improved and looks at furthering their skills in the long run.                       There has been observed that the process of development is closely related to the work environment and the culture of a region. In fact scholars such as Hodgetts, Luthans and Wilson J have pointed out that if the local culture, practices, beliefs and customs re incorporated into the working environment then the over all performance of the human resource can be enhanced much further. Content of Development Program:                        As has already been mentioned in the section above, the role of the human resource has been recognized to be of great significance, and today more and more organizations are looking at improving their productivity through the development and the enhancement of the skills of its human resource. There has been observed that scholars have been very supportive of this system. As has been specified by Griffin, the process of development is utilized by organizations and agencies to ensure that they can improve their effectiveness through the improvement of the quality of performance of their human resource. Aims and Goals:                 The process of development is employed by the employers to ensure that the human resource are trained to adapt to new skills that have been developed in the market so that they can perform in a more efficient and effective manner. The process of development is one of the most important practices that are undertaken by the HRM to ensure that the performance of the human resources is up to the expectation of the employers. The process of development has been defined by the Manpower Service Commission as “a planned process to modify attitudes, knowledge or skills behavior through learning experience to achieve effective performance in an activity or range of activities (Prechel H, Morris T, 2010). Its purpose, in the work situation, is to develop the abilities of the individuals and to satisfy the current and future needs of the organizations”. The management links the employees with the board of the company, and helps the organization realize its various goals. Thus, the role of the development program is to ensure that the overall performance level of the employees of the company can be improved and enhanced in keeping with the demands and needs of the organization so that the objectives of the company can be achieved in a more efficient and economic manner.   Development needs Analysis:                At the beginning of the conduction of every development program there has to be ensured that there is an analysis conducted of the state of affairs of the office. In the following section of the paper there shall be focus on the various factors that have to be understood and analyzed before a development process is implemented in a company to ensure that it is effective in nature. There has to be realized that a development program can only be effective in transforming the efficiency of the human resource if it is in sync with the aims and the goals of the organization as well as with that of the employees and if fails to meet wither then it may even have a negative impact on the performance of the employees. Thus, at the beginning of every development process there has to be ensured that there is conducted a careful analysis of the organization, and there has to be ensured that the significant data that will assimilate the needs of the organization is collected. There have been a number of scholars who have written on the importance of analysis in the development program, including Kenny and Reid who have described the concept as “the quality of development can be no better than the quality of the analysis permits.” On the other hand scholars such as Boydell have identified three different levels of analysis in the development level within an organization. These three levels are as follows: Organizational analysis Occupational analysis; and Individual analysis                      The first and perhaps the most important one is the organizational analysis, where the process of analysis entails a study of the organization. The whole purpose of analysis is to recognize the various areas and departments that are in the need of development and assistance as the performance is falling short of the goals of the organization. The other important question that has to be addressed by the development is the various factors that have to be addressed, and the areas that will be focused upon by the development session (O’Neill, A & Jabri, M 2007). Scholars have highlighted certain factors which have to be considered by the managers before the development program is developed. One of the most important is the organization’s strategic direction, and ensures that the programs that are developed aim at ensuring that the aims and objectives of the organization are fulfilled and met. The development programs aim at ensuring that it analyzes the personal inventories, performance data of the employees, the climate of the office and the efficiency indices.                        There has to be realized that the conduction of such detailed complex analysis at the whole organizational level is not only difficult to conduct but also highly taxing on the employees and the resources of the organization. Therefore there has to be ensured that the conduction of the analysis is at the occupational level, where the managers of the department are made responsible for the analysis of the department, and then the responsibility of the conduction of the development program is also delegated to the line managers of each of the departments (Corden, R.E. 2001). The managers then conduct the analysis of the department on the day to day observation of the functioning of the department and based on the observations that they make, they design the development process to ensure that the human resources of the department are well trained to meet the goals and objectives of the organization. Thus, in the new development program that is evolved, the analysis would be conducted on the occupational level, where the working of each department would be analyzed at the occupational level, and then an overall understanding of the firm’s functioning will be evolved. This would be more cost as well as time efficient.                         The individual analysis is one of the most important parts of the analysis that is conducted by the managers. In this form of analysis the mangers are mainly focused on the individual performance and look at the skills of the personnel of the department on an individual basis. The everyday or weekly or monthly analysis of the performance of the individual personnel is conducted and based on this there is formulated a development process to ensure that the personnel is trained to meet the objectives of the department and the organization as a whole (Piderit, S 2000). This is important as it is only through such analysis that the mangers can recognize the potential of the individual personnel who are working in the company, and through such analysis one can recognize and evaluate the potential working capacity of the employees. The occupational analysis that will be carried out by the paper will be based on the individual analysis which will be conducted by the managers of each department, and then the organizational analysis will be conducted on the basis of these analyses. The development plan of the company will then be based on the findings of this analysis, through which the various areas that need attention will be identified. The program will look at ensuring that these shortcomings are improved upon by training the HRM and improving the performance level of the individuals in each department. Conduction of the Development Program:                           The entire process of development is an important part of the HRM and there has to be ensured that the entire process is well structured and carefully formulated. Scholars over the years have specified that if the development process is not well developed and is not structured then the process would be futile. As has been specified by Griffin, Reid and other scholars, if the process of development is not well formulated it can even lead to disasters and have a negative impact on the employees instead of a positive one. Reid, Griffin and Winfield have in fact identified specific steps that have to be employed while the process of development is being undertaken.                    Organization development sessions involve many factors, and to ensure that an effective program is evolved these have to be taken into consideration before the program is executed. Firstly have to arrange room, make schedules, names & tags, technological equipment such as audio-visual needs, development materials and to ensure the session is conducted successfully (O'Sullivan, E 2003). It is important to provide proper materials and equipment before the development session is conducted, which helps to enhance the session and its environment. These could be handouts, manuals and audio-visuals aid, and other such means of interaction. There can be power point presentations made by the trainers to ensure that the impact of the session is more graphic and easily communicated to the employees. The equipment is to be checked well before the session to avoid any complication and make sure everything is in perfect working condition.                  Trainers and managers should always be well prepared for these sessions and the development topic for which they are going to provide the program. Kahn (1990) provides different ways which can help create a positive “development culture”. In addition to these ideas and methods there can be many other different ways and techniques which can also be used for the development program, which will also full fill the needs of diverse group of learners. The development program that will be evolved will look into the various areas where the functioning of the HRM is not meeting the goals of the organization, and the program will focus on lessening the gap between the two. Firstly, during the program there will be conducted a session where the employees will be made aware of the                 The development process is an important one, and once it has been completed there has to be ensured that the process of development and its effect on the human resources is evaluated (Festing M 1997). This can most easily be done through the conduction of programs that evaluates the performance of the human resources after the completion of the development process, and methods of feedback can also be employed to ensure the effectiveness of the development process is understood. In the following section of the paper the development plan as developed for the firm has been stated. The stages have been based on the theoretical findings, and these will be stated in the paper to help substantiate the program that has been developed. Development Evaluation:               This is a part of the whole development program, but this process is usually not encouraged by the professionals and the experts due to various reasons. In this part of the development g program the employees meet their respective managerial heads in the human resource department and then there are conducted sessions where they are evaluated individually. According to experts on the human resource management process this is the best method through which one can inform the employees about their potential, and also about the direction of their performances in the future. The evaluation programs are usually undertaken after there has been conducted a comparison between the objectives of the organization’s development program with the results that the program has produced as a result of the development. This comparison is usually carried out by the managers during the process of development in the assessment phase.                 Although the process of evaluation after the conduction of a development process and assessment is not recommended by some experts, the importance of evaluation cannot be denied. In fact many scholars are highly supportive of the entire process of evaluation and believe it is only with the conduction of this that there can be calculated the effectiveness of a development process. Scholars such as Reid A. M, believe that the effectiveness of the development system can only be analyzed with the help of the process of evaluation. Also there has been observed that the role the evaluation system is important as it looks at the impact of the process of development on the performance of the human resource in the organization.               Managers and the human resource experts utilize the process of evaluation as a means to justify the expenses that they have borne on the resources of the company to help the human resource grow in relation to their productivity. There has also been observed that the role of the process of evaluation is important as it allows for the employees realize the changes that have come about in their productivity and functioning following the development program. It is also effective as it allows them to measure the progress as professionals. The process of evaluation can also be helpful in developing future programs of development as it provides information about the areas which are still not functioning in accordance to the standards of the organization, and this can be utilized by the managers to ensure that they modify their future development programs to accommodate these needs. It helps provide assistance to the trainers and improves their confidence and methods for future development sessions. Finally the evaluation process allows the managers to evaluate the effectiveness of the trainers and the impact of the development process of the human resources as well as on the functioning of the company. Thus, this would be carried out to complete the process of development as carried out by the Human Resource Department in the organization. Time period: ACTIVITY 1 2 3 4 5 6 7 8 9 Planning the area of research *                 Identifying the area of research, and the goals of the firm *                 Analysis of the Departments   * * * *         Development of the program and preparation for the sessions         * *       Conduction of Programs           *       DATA Analysis and Evaluation             *   * Report Writing.                  * As has been indicated by the table above, the entire process of development, with the inclusion of the conduction of the analysis at the beginning, and the evaluation of the entire process, which will end with the report writing will be covered over a period of 9 weeks. HR Development Plan: Based on the discussion that has taken place in the first section of the paper there will be developed in the following section a development plan which will look into ensuring that the overall functioning of the employees of the organization can be improved. The plan that will be developed is in sync with the theories that have been referred to and also in keeping with the goals of the organization. The plan has been detailed in the section below. Name of Employee: Name of Manager: Department under analysis: To be filled in by the Employee Your Strengths: Your Weaknesses according to you are: What are your aspirations from your profession? Which are the areas that you believe need to be reformed and developed upon? To be filled out by the managers: Which are the areas in the department that need to be focused upon? What are the aspirations of the employees in the department? Based on the answers of the above questions there will be identified the main areas that need to be focused upon by the development managers during the program. These will then be listed in accordance to the priority of the organization and will be in keeping with the goals and aspirations of the company. Development Plan Objectives Link to a Specific Opportunity from a Recent Performance Review Developmental Objective 1:    Developmental Objective 2:    Developmental Objective 3:    Once these have been recognized, the managers and the trainers will come together to develop the training program through which the employees will be trained so that they can realize their aspirations while at the same time the objectives of the organization can be met in a more effective manner. Formal Training Course Name/Subject Course Type Measurements Timeline/Duration Area of Improvement (from table above)                                 Self Development Proposed Activity Measurements Timeline/Duration Area of Improvement (from table above)                           Once this has been carried out and implemented, there has to be an analysis made of the changes that have come about which will be done with the help of the managers at the departmental level. To be filled in by the employees: What are the changes that you have experienced from the training program? What are the problems that were being faced before and have they effectively resolved? What suggestions do you have for any future programs? Following this the managers will write a report on the program, which will be assimilated by the development manager. Once that is done then he can write the final report, and then sign off at the end. Name Title Signature Comments           The development program that has been developed in the section above is in keeping with the theoretical discussion that has been developed in the first section of the paper. The development program begins with the conduction of the analysis of the functioning of the employees where it is conducted at two levels, the employees as well as at the level of the managers. Following this the development goals are set in keeping with the objectives of the company as well as with the expectations of the employees. The conduction of the training program follows where the trainer tries to ensure that the required skills are taught to the employees to improve their overall performance. Lastly, the development program looks at the evaluating the changes that has come about, which is done through the questionnaire of the form. Based on the analysis of the entire process the final report is written where the entire process will be traced, and its effects and short comings will be recorded. Once that has been accomplished, the manager signs off. Reference: Herman Aguinis 2009: An Expanding View of Performance management, Performance Management, 2nd edn, Chapter 1, Pearson, Upper Saddle River. Barry D 1997, Strategy Retold, Towards a narrative view of strategic discourse, Academy of Management Review, Vol 22, No 2, pp 429-52. 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